Safeguarding and Welfare Requirement: Child Protection
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2.3 Recruitment Policy
Policy statement
Maidstone YMCA Pre-School is committed to safeguarding and promoting the welfare of children,
young people and families and expects all staff and volunteers to share this commitment.
Procedures for Safer Recruitment

We ensure job roles and specifications are clear and agree on the Selection Panel members.

We advertise job description and person specification in appropriate forums and include
safeguarding responsibilities on these. The person specification includes essential and
desirable skills, abilities, experience, knowledge and qualifications.

The advertisement will include our recruitment policy statement above to deter unsuitable
candidates and will state
1. Our application forms to be completed.
2. Candidates made aware they will need an enhanced DBS disclosure.
3. 2 references required, one must be from last employer

Candidates will be shortlisted based on Essential criteria ie qualifications, experience and
skills

References will be taken up on short-listed applicants. Phone calls or email made to confirm
reference receipt and follow up any queries

An invitation to interview will be issued to short-listed applicants with a list of information
detailing what they will need to bring along ie proof of identity, relevant qualifications
(certificates), proof of eligibility to work in the UK.

Candidates will have a face to face interview with at least 2 members of management present,
who will complete an individual interview assessment form. Gaps exposed on application form
will be questioned. Interview questions will probe attitude towards safeguarding and motivation
to work with children, young people and families.

Once a decision has been made, a verbal offer of employment will be made to the candidate
who best demonstrated their suitability for the role. They will be advised their job offer is
conditional, dependent on the return of 2 satisfactory written references and the enhanced
DBS check.

Candidate will be able to begin unsupervised work once the DBS check has been returned
and we are satisfied with its outcome. They should not go to any area of the pre-school with
children unless accompanied by a member of staff until the check has been returned.

New members of staff will undergo a 4 week induction period when they will receive training
and be monitored closely and during which they will be emailed policies, and they will have to
sign to say they have read and understood them. During this time the Manager will highlight
safeguarding responsibilities, the process for reporting concerns about colleagues within the
setting and ensure staff feel able to report concerns about colleague’s behaviour or conduct
around children and young people.

Appropriate Safeguarding training will be arranged as soon as possible if not already
achieved.

The initial probation period will last 3 months. During this time, the new member of staff’s work
performance and general suitability will be assessed. If found to be below the required
standard, the YMCA will take remedial action or terminate the employment at any time.

All staff will attend termly Supervision meetings with the Manager, when they will be asked to
declare any changes to their suitability to work or if there have been any disqualifications
within their household or if they have any health concerns or if they are on any medication.
Staff will face disciplinary action if they fail to notify the manager within a reasonable time
scale.
This policy was adopted at a meeting of
(name of provider)
Held on
(date)
Date to be reviewed
(date)
Signed on behalf of the provider
Name of signatory
Role of signatory (e.g. chair, director or owner)